How To Do A Confidential Job Search With JibberJobber

How To Do A Confidential Job Search With JibberJobber A common question I hear is how do I do a confidential job search?  On LinkedIn, specifically, you need to make sure that your Profile doesnt somehow or in any way say hire me!  There are ways to do that so your employer doesnt get the idea that you are looking for, open to, or anxiously waiting for a new job. But what about JibberJobber?  If I get a JibberJobber account, what can my employer find out about me? The short answer is NOTHING. JibberJobber doesnt have a profile, like you see on LinkedIn.  Where a google search for someones name will likely show a link to their LinkedIn Profile, they wont see anything from JibberJobber because right now we dont have Profiles. They also cant see anything you are doing in JibberJobber.  They cant see if you enter data, or what data you enter.  You see, JibberJobber is a private-to-you system. You can share information with people you trust, but you have to approve the sharing.  We hardly talk about that, and people dont know about it (read: its a hidden feature). For now, though, using JibberJobber is a part of your hidden job search strategy. The only thing Ill say, though, is DO NOT user JibberJobber at your office.  If they are logging your internet traffic (they are, they are!), theyll see you are going there (and probably to LinkedIn excessively, and Indeed, right??), and it wont take a rocket scientist to figure out you are looking for other stuff. So there you go you can do your job search, confidential or not, with JibberJobber How To Do A Confidential Job Search With JibberJobber A common question I hear is how do I do a confidential job search?  On LinkedIn, specifically, you need to make sure that your Profile doesnt somehow or in any way say hire me!  There are ways to do that so your employer doesnt get the idea that you are looking for, open to, or anxiously waiting for a new job. But what about JibberJobber?  If I get a JibberJobber account, what can my employer find out about me? The short answer is NOTHING. JibberJobber doesnt have a profile, like you see on LinkedIn.  Where a google search for someones name will likely show a link to their LinkedIn Profile, they wont see anything from JibberJobber because right now we dont have Profiles. They also cant see anything you are doing in JibberJobber.  They cant see if you enter data, or what data you enter.  You see, JibberJobber is a private-to-you system. You can share information with people you trust, but you have to approve the sharing.  We hardly talk about that, and people dont know about it (read: its a hidden feature). For now, though, using JibberJobber is a part of your hidden job search strategy. The only thing Ill say, though, is DO NOT user JibberJobber at your office.  If they are logging your internet traffic (they are, they are!), theyll see you are going there (and probably to LinkedIn excessively, and Indeed, right??), and it wont take a rocket scientist to figure out you are looking for other stuff. So there you go you can do your job search, confidential or not, with JibberJobber

Getting a Resume Writer NJ For Your Needs

Getting a Resume Writer NJ For Your NeedsAs a job seeker, it is important to get the services of a resume writer NJ because you want your resume to be the best one available for that job you are applying for. But it is also important to know that hiring a resume writer NJ is not always easy and it is also a hard task to choose a professional one. The fact that most of the people do not have the necessary budget to hire an expert resume writer NJ, they seek the services of people who can write and generate resumes in accordance with their needs.Resume writers NJ should be professional and trained with enough knowledge on writing resume. It is very essential to know about the availability of such service so you can hire it to meet all your needs.An online research about resume writers NJ will give you the idea about the rates and the availability of these services. The rates and the availability are very important factors when it comes to choosing a writer NJ. The resume writer NJ shou ld be specialized in creating personalized and appealing resumes that are appropriate for the position you are applying for. It is a good idea to know the experience of the person you are hiring so you can make the right choice for you.It is also a good idea to know the experience of the writer NJ before hiring them. The professional resume writer NJ should have experience in creating resume based on specific requirements of the company or the position that you are applying for.Also, the professional resume writer NJ should have knowledge of how to go about the process of developing a good resume. They should have a well-developed skill of writing a customized resume that would meet the exact need of the individual.A professional resume writer NJ has to be able to write specific resumes based on the specific job requirements of the company. A professional resume writer NJ can create a customized resume to meet the specific requirement of the job applicant. The resume writer NJ can a lso prepare a draft that will be properly reviewed and then revised depending on the company's requirement.If you are going for career advancement in your work place, it is very important to get the services of a professional resume writer NJ. It is also a good idea to know the ability of the writer NJ so you can have an idea about the skills they have. It is also a good idea to know how much they charge for the services they provide.A person who knows the skills and capabilities of a professional resume writer NJ can be an asset in helping a person to take the right career in his/her new career path. It is therefore very important to know the skill set of a professional NJ so you can hire him/her for your resume writing needs.

I Got My Dream Job and So Can You Book Giveaway

I Got My Dream Job and So Can You Book Giveaway If you havent noticed by the numerous book giveaways on this blog yet, I love to read.  If I could read all day, I would.  Thats why I never pass up an opportunity to have career books sent to my mailbox and to deliver free books to your mailbox! Today we are giving away 4 books about getting your dream job! Recent graduates looking to enter the workforce face a discouraging job market and stiff competition for even the most entry-level positions. Yet with the right attitude and strategies, they can break into any organization in any industry and start climbing the ladder to success. When he was only 21 years old, Pete Leibman landed his dream job, working in the front office of the NBAs Washington Wizards. He went on to be their #1 salesperson for three straight seasons and was promoted to management in under two years. In I Got My Dream Job and So Can You, Leibman shares his proven and simple system for career success. He shows readers how to think big and identify what they want from their career, network their way past corporate gatekeepers, impress highly influential people in any field, land interviews for hidden jobs, sell themselves on paper, online, and in person, get hired faster and with less effort than they thought possible.  Career hopefuls will also find inspiring stories of other young professionals, creative strategies for leveraging social media in the job-search process, and the 5 secrets that will skyrocket their earning potential once they are hired. In short, all the information they need to land the job of their dreams-in any economy. Here are 5 things that I learned from the book about how to find your dream job: Most people will spend about 5 million minutes at work throughout their lives.  (60 minutes in an hour, 40 hours a week, 50 weeks out of the year and 40 years of work).  Better do something you LOVE!!! Dont have a backup plan.  Many people fail to get their dream job because they have a backup plan and they tell themselves that they might not succeed.  If you are willing to do what it takes, you will eventually get your dream job. To be liked and respected when networking, you have to be real, enthusiastic, curious, appreciate and professional.  If networking is not working for you, it might be because of how you are presenting yourself to other people. All networking events are not created equal.  The quantity of the contacts you meet is not as important as the quality of contacts and the quantity of networking events is not as important as the quality of events.  The best networking events are industry conferences or other events that Game-changers from your ideal industry will be attending for their own benefit.  Dont go to networking events that are a waste of time. To get your dream job, you have to constantly ask yourself, what else can I do to stand out in a good way from my competition?  Add something extra to your application, follow-up or get endorsed or recommended. Ready to learn how to get your dream job?  Enter to win a copy of the book! To enter:? Leave a comment below with your email address. This giveaway is open to all residents in the US or Canada. It begins NOW and ends on  June 21st, 2012 at 9pm PST. Winners will be selected via random draw, and will be notified by e-mail.   You have 24 hours to get back to me, otherwise a new winner will be selected. Good luck! Disclosure: I was provided me with a copy of the book to review but this did not  change what  I wrote about the book.

On the Job by Anita Bruzzese Survey Reveals What CEO are Really Thinking About

On the Job by Anita Bruzzese Survey Reveals What CEO are Really Thinking About Life would be much easier if you could read your CEOs mind, wouldnt it? While that may not be possible, a newsurveydoes shed light on what CEOs are thinking about every day, providing an insight into what your concerns and priorities should be now and in the future. The survey by PwC of 1,379 CEOs around the world finds that these top leaders are confident about the prospects for business growth, with 38% of the CEOs responding that theyre optimistic about their companys bottom line in the next year. Among American CEOs, 55% say that theyre looking for new MA opportunities this year. Still, that doesnt mean CEOs arent concerned about remaining competitive, as the increasing globalization of business means they worry about economic uncertainty, overregulation and skills shortages. One of the ways that CEOs plan to stay competitive isthrough technology. Edward H. Bastian, CEO of Delta Air Lines Inc., says that technology is our lifeblood. Thats our stream of innovation. Thats our RD. Bastian says that because customers want to be in more control of their experience,technologyis the way to make that happen. Mark Fields, CEO of Ford Motor Co., agrees that technology is a game-changer for companies. I believe that there are a number of technologies that are going tochange the waywe live and work, Fields says. Tamara Ingram, CEO of J. Walter Thompson, says that while technology has changed everything, she believes that some things remain unaltered. What really remains the same is understanding and connecting human truth(read more here)

Professional Resume Writing - Worth It Or Not?

Professional Resume Writing - Worth It Or Not?There is more to professional resume writing than creating a document that looks great. Often, you do not need to be a genius in order to create a resume that will impress your future employer. Even though you may be underpaid, getting a higher salary will not necessarily mean you will get the opportunity to rise to the top of the corporate ladder.First and foremost, you should never base your professional resume on your previous job. There is no way to determine whether you are good enough at your current job. If you have a bad history, you can try to put that down on your resume, but you still do not want to give away everything about your previous employer. In other words, if you had a horrible six months as a CEO, your resume should focus on your six months as an employee.You should always make sure that your professional resume is comprehensive. Since you are listing all of your employment history, make sure that you cover every posi tion that you held. This includes any of the following: VP of Human Resources, HR Manager, Human Resources Manager, Finance, Sales, General Counsel, Office Manager, and the list goes on.You can also try to include testimonials and other reference materials from people who are familiar with you, and for this reason, you should add these to your resume. You should also avoid listing past employers who you have never worked for entirely.At the very least, you should make sure that your resume contains all of the critical points that you would like to emphasize. If you cannot recall the dates or other information that is most important to your application, then you should be honest about it. Do not take anything that you are required to do as an insult to you.Of course, you should not make any mistakes that will hurt your chances of getting a promotion. However, even a small mistake can make you look unprofessional. A common mistake that many people make is writing the wrong name. It is possible that you may have spelled the wrong name on your resume, but more likely, it is someone else's name that you should have spelled correctly.A more serious error to make would be using a family name instead of your own. It is important to avoid doing this because your family name will become the butt of jokes from people who do not know you personally. Also, using a family name will make it harder to find out where you went to school or work, so it would be best to avoid this at all costs.Professional resume writing is a skill that will only become more important as the economic climate becomes worse. If you are a woman, you should still put a lot of thought into your resume, as well as the way you present yourself.

How to Keep Your New Hires Engaged CareerMetis.com

How to Keep Your New Hires Engaged Your team is growing â€" and that’s a great feeling from a hiring manager or business owner’s perspective. You’ve got more hands on deck than ever before, new skill sets and ideas are being brought to the table, and you’re excited to welcome new talent to the company.But you’ve got one question â€" how do you keep your new hires on-board and engaged?evalOnce you’ve recruited and hired a new employee, it’s easy to feel like the job’s done.But after you’ve hired a good employee â€" you need to take steps to retain and engage them! After all, employee turnover can be expensive. In fact, SHRM estimates that U.S. employers will pay $600 billion in employee turnover costs in 2018alone.Looking for ways to improve your business’ retention strategy?Read on for tips and tricks to refine your onboarding process, make new hires happier, and make your team unstoppable.Tip #1: Stay ConnectedevalYour ideal candidate has accepted the job offer, and you’re both anxiously awaitin g their official start date. But don’t wait until they step into the office for their first dayto get back in contact.Managers should be punctual and transparent about the onboarding process in order to keep their new hired engaged, empowered, and ready to take on their first day on the job!Create an e-book or email template to send to new hires beforehand, including the following info:Office address and contact informationReporting manager bio and contact detailsHR paperworkStart dateWhen to arrive and what to expect on your first dayWhat to wear if a dress code is in effectFun facts and information about company cultureand historyTip #2: Give Employees a Welcome to RememberStarting a new job is nerve-racking for anyone â€" no matter how long you’ve been in the workforce. Shake new hire nerves by making a point to introduce your new hire to as many other employees as you can, preferably in a casual setting.evalGo out for a team lunch, take them out to happy hour, or plan a casu al team bonding activity! Your first impression will set the tone for your new employee’s happiness and success at the company â€" make it a memorable andpositive one.Here are some key points to remember when creating a process to onboard your employees:Brief them on your company’s mission, cultural values, and policiesProvide a positive perspectiveOffer help and 1:1 trainingSet expectationsBe transparent about how performance will be measuredTip #3: Make Way for GrowthYou never want your employees to feel “stuck” in their position â€" especially if they’re an exceptionally valuable asset to your team. If you want your staff to continue to feel fulfilled and motivatedat work, you need to set a path for promotion â€" and share it with your new hires as well as longtime employees.Start by refining job descriptions for each position in the company with detailed expectations and requirements. From there, map out the steps for how employees can transition from one job to the ne xt level up.evalShare this plan with new hires so that it’s clear what their job expectations are from the start, and what they need to do in order to grow within the company. Having this information readily accessible can help keep employees motivated and focused at work!But don’t stop there â€" use these creative strategies to encourage employees to grow:Ask About Their Interests: While your new hire has a full set of responsibilities specific to their job title, those tasks are probably not their only interest in life Tip #5: More FeedbackFeedback is important â€" can you tell? The hiring and onboarding process can be overwhelming for new employees. From learning new company policies to adjusting to their new position, it can feel like information is seeping out of their pores. What’s even more stressful â€" some managers dump all of this information on their new hires and never end up checking in with them again!This lack of strategy can lead to confusion and staff feeling undervalued and disconnected. Managers should make sure to continue the conversation with new hires even after the onboarding process is over.Give new employeesthe resources they need to get their questions answered, brush up on missed information, and make work life more enjoyable.Tip #6: Make Work FunStarting a new job is stressful. There are learning curves to catch up to, people to meet, policies to interpret, and a world of anticipation awaiting your new hires. So, how do you combat these anxieties, set the tone for success, and make your workplace a great place to be?evalOne word: FUN. Making an effort to make your office environment enjoyable has many benefits to your company and employees’ success. From maintaining excellent attendance to reducing burnout and boosting company morale, there’s really no argument against having some fun in the workplace (as long as you do it strategically).Here are a few ways to make work more fun for new hires, long time employees, and ev en yourself:It’s 5 ‘o’clock somewhere:encourage your staff to get to know each other and unwind by sponsoring company-wide and team-specific happy hours.Pick a theme: Everyone loves an excuse to take a little break from their desk to enjoy some food, beverages, and themed decor. Host holiday themed potlucks and parties when you can!Embrace competition: Put together a voluntary intramural team like dodgeball or soccer.Get out of the office: Being cooped up in a stale office environment gets old quickly. Boost employee morale by sponsoring out of office activities like a trivia night, workout class, or visit to a local attraction.Laugh it off: It’s easy to take yourself too seriously during office hours. Make laughing a priority by starting a “Funny Quote of the Day” board or a meme channel on your internal messaging platform.TAKEAWAYSOnboarding new employees is a learning process for everyone. You might find yourself having to adjust your process and strategies along the way â€" but don’t be afraid of change.Encourage managers to make improvements as needed â€" and ultimately, build your process around feedback and how you would want to be treated as a new hire.

Red Flags and Turd Sandwiches A Friends Story of Misery

Red Flags and Turd Sandwiches A Friends Story of Misery 8 Flares 8 Flares A friend of mine recently went through a real turd sandwich of a situation.  She went from having a job she imagined would be incredible for her short and long-term career, to being fired and becoming the scapegoat for something that wasnt the slightest bit her fault! Im going to present this story through red flags.  There are a number of them, and thats where I want to focus the attention for this particular story. Red Flags On the interview, her soon to be boss used words like C*nt, F*ck, and S*it. Her boss was recently moved into management and had still been in training. After they sent an offer letter, they then decided to let her know she would need to be buying suits and wearing them daily.  They did mention shed get a suit allowance, but they should have made that clear from the beginning of the interview process. The person who was supposed to train my friend was too busy to do so and kept putting it off. What Happened? Because of the lack of training, she wasnt aware of the fine details needed to perform the job.  She grew frustrated, which then caught the attention of team members.  With her supervisor being so new to the job, the situation spun out of control.  When my friend eventually made a mistake that was a result of not being trained, her boss supervisor decided to make the decision to terminate her. You can bet your sweet bottom that my pals supervisor decided not to mention the lack of formal training.  Sure, this may have saved her job, but until they commit to formal training and a solid orientation process for new employees, history will repeat. Be Aware and Act on Red Flags When my friend wrote out her story, she made it clear that she wished she paid attention to her gut feeling and passed on the job due to the red flags.  When a possible red flag pops up, there are questions you may want to ask: How long have you been a supervisor for this role? What would you say your management style is? Who will be training me and how long will it be before Im fully trained? Is there  anything I need to know outside of training to be successful? What is expected of me in the first 30 days? What are some areas that might make this job difficult for me without training? Why is this position open?  Where did the previous person in this role move on to? While these questions are important, dont let their answers steer you away from your gut feeling after discovering red flags.  Another job will come along, but a situation like the one above will simply waste your time and leave you even more frustrated.

Manage Those Negative Nellies - Hallie Crawford

Manage Those Negative Nellies Everyone wants to succeed in their career path. Henry Ford said, “If everyone is moving forward together, then success takes care of itself.” Unfortunately, not everyone moves forward together, and not everyone in our lives is positive about us moving forward in the career path we have chosen, whether they intend to be that way or not. Or they are simply negative about their own life course and in the process can inadvertently cause our own negative feelings to creep up. In these moments, it is helpful to manage our interactions with those negative nellies to minimize negativity and stay positive. (Click here for more on this topic, managing negativity for career success.) Step 1: Think About Who Triggers Negativity Family Members:  While there is no closer relationship than family, sometimes those relationships can be the most tense. As my mother says, “Our family members know how to push our buttons because they installed them.” While family members can have the best intentions, sometimes they can have a negative impact on our thinking. Friends:  While all friends need to vent their problems from time to time, sometimes we have a friend who is consistently negative and pessimistic. This can be emotionally draining and cause our own thoughts to become negative. Workmates:  A negative workmate can range from a poor performer to a poor loser to someone who takes credit for others work. This can cause an entire team or office atmosphere to become pessimistic. Step 2: Identify Actions to Control Interactions Set Boundaries:  Decide how much negativity you are willing to put up with, and then communicate your boundaries. In the workplace, for example, communicate to the poor performer how much of their work you are or aren’t willing to take on. In the family, steer clear of touchy “button-pushing” topics and talk about something else. Decide how much time you are willing to spend with a negative friend. Action Tip: Learn how to say “No.”  Once you determine your boundaries, come up with 1) time limits for the interaction or 2) a time limit on the touchy subject and your “party line” for what you will say about it that doesn’t invite further conversation, and 3) additional topics to bring up as needed. Stick to your plan! Stay in a Group:  When you are in a group, you don’t have to listen to someone else’s negativity alone. As a group, the negativity is shared by several and isn’t so personally draining. And, in a group, there may be someone else who is able to turn the negative persons perspective into something more positive. At the very least, you will probably find a more positive conversation for the evening. Action Tip: At a family gathering, talk to your negative aunt with your sister or cousins. If you are cornered by a negative friend, invite the nearest  person into the conversation. Offer to Help:  Sometimes a negative person is really asking for help deep down. This can combat their negativity and create more positivity in your own self. After all, helping others can fill us as well, and can give us a sense of giving back. Action Tip: When you feel someone is consistently negative, ask them, What can I do to help you? Is there anything I can do to make you feel  better?” On this final note, and overall, remember that sometimes those we know are just going through a hard time and having trouble being positive. Others seem to have a pessimistic outlook on life. Whatever the situation, keep in mind what is going on in their life as well while you manage your own thinking.